Rowe Program at Best Buy Essay

1851 Words Aug 7th, 2011 8 Pages
ROWE Program at Best Buy
Shannon Goodwin
Strayer University
Leadership and Organizational Behavior
Bus 520
Dr. Willidean Wilkerson
June 14, 2011

ROWE Program at Best Buy

1. Describe the culture of Best Buy.

Ever heard the cliché’ all work and no play? Well, this cliché’ was once the culture of Buy Best. Working day in and day out, 7 days a week, 24 hours a day, 365 days a year, was the norm for the employees at Buy Best. At least, this is how the employees felt prior to the implementation of the Results-Only Work Environment (ROWE) program. The ROWE program introduced a philosophy which changed Best Buy’s culture from one that embraced long hours and self-sacrifice at the expense of the employees’ health
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Organizations change through various life cycles, the same way people move through various stages of development. Without such movement, organizations would not be able to grow and develop (Tucker, 2007) . Thus it is crucial to approach change in a manner that is beneficial to the entire company, not just individuals or one department. Though there maybe numerous approaches to organizational change, Hellreigh and Slocum (2011) only discuss two: (1) economic approach and (2) organizational development approach. The ROWE program at Best Buy demonstrates the latter approach – organizational development. The organizational development approach accentuates the important of developing partnerships, trust and employment commitment. It is founded upon the assumption that rules and regulations are unnecessary where commitment exist (Hellriegel & Slocum, 2011). In other words, commitment people do not need a set of rules to adhere to in order to be productive; they allegiance is genuine so they produces regardless of the rules or status-quo. Hence the ROWE program, very similar to a work-life balance program, is based upon flexibility of schedules to remove the strenuous demands of punching a clock. This concept began under the radar, when Cali Ressler used it to help a trouble division handle the issue of poor morale. Ressler influence management to try the concept of flexible work schedules, trusting

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